Menopause Support in Ecology and Environmental Management
Within ecology, it is estimated that there is an even split between self-identified men and women in the workplace (e.g., 44% women and 56% men), with 79% of CIEEM’s membership being under the age of 55. Menopause is a natural stage of a woman’s life, beginning anywhere between 45 – 55 years old, and impacts menopausal women, their partners, and families in different ways. Many perimenopausal and menopausal women feel isolated, depressed, and that they are unable to do their jobs effectively.
In this blog, Amanda Elliott CEnv MCIEEM, Technical Specialist on Habitats Regulations Assessment, shares her journey.
At the age of 51 I thought I had got away with it, as around 25% of women do. I had none of what I considered classic symptoms – no hot flushes, night sweats, erratic periods. There are over 30 symptoms associated with menopause, and my symptoms crept up on me very insidiously.
I didn’t join the dots of what was happening to me. For me it was anxiety, lack of confidence, brain fog, fatigue, irritability. Although at the time I didn’t realise that it was likely to be related to perimenopause, I no longer felt I could do the line management role I had done for 16 years. Luckily, I was able to take a sideways move into a more technical role.
It was the three months of urinary tract infection symptoms that really floored me and made me stop and put two and two together. I had several months off work.
I found that I needed to use some of my professional skills that I had developed in my environmental career to make sure I got the help and support I needed. I had to do my own research, listen to and observe how I was feeling physically and mentally. I then had to advocate for myself clearly, politely but assertively in a medical setting.
Support from my family and friends has been invaluable. Being able to talk openly about my issues and share my experience has been so important. Some employees already provide support within the workplace, maybe a safe place to discuss the impacts of menopause, occupational health support if your menopause symptoms are impacting on your ability to work. It makes you realise you are not alone, you are definitely not going mad, there is help and support out there.
Age and gender are protected characteristics under the Equality Act, so If an employee or worker is put at a disadvantage and treated less favourably because of their menopause symptoms, this could be considered discrimination. From Spring 2027 there is a requirement for all organisations with more than 250 employees to have a menopause action plan in place. Reasonable adjustments can be put in place to support individuals. These obviously need to work for both the employer and the employee.
I don’t want anyone else to go through what I have been through, so now I am passionate in advocating for menopause in and outside of work.
At CIEEM we want to support those impacted by the menopause and are in the process of creating a Menopause Support Network for our members to join. The purpose of the network is to share information and tips which are grounded in empathy and support. It is open to all genders and all ages – whether you are peri/menopausal yourself or want to support those who are going through the menopause, you are welcome to join.
If interested, please contact our EDI Engagement Officer at diversity@cieem.net
References
Gender bias and inequity holds women back in their conservation careers
CIEEM State of the Profession Survey Report 2025
What Is Menopause? National Institute on Aging
A bloody mess? UK regulation of menopause discrimination and the need for reform